Roles and Responsibilities in HRM

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
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HUMAN RESOURCE MANAGEMENT
Table of contents
Q1. Roles and responsibilities in HRM......................................................................................2
Collaborative approach..........................................................................................................2
Commitment...........................................................................................................................2
Capacity..................................................................................................................................3
HRM functions.......................................................................................................................3
Management of the operations in HR department.................................................................3
Awareness about the legislations...........................................................................................3
Conversations in leadership...................................................................................................4
Public relations in case of the employees..............................................................................4
Ensuring legal compliance.....................................................................................................5
Q2. Human resource planning....................................................................................................5
Moral issue.............................................................................................................................5
Practical issue.........................................................................................................................5
Job analysis............................................................................................................................6
Ethical issues..............................................................................................................................6
Religion..................................................................................................................................6
Regulatory issue.....................................................................................................................6
Q3. Morale issues.......................................................................................................................6
Practical issue.........................................................................................................................6
Ethical issue...........................................................................................................................7
Regulatory issue.....................................................................................................................7
References..................................................................................................................................8

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HUMAN RESOURCE MANAGEMENT
With its headquarters in Mountain View, California, Larry Page and Sergey Brin founded
Google in 1998. They pursued Phd from Standford University.
Q1. Roles and responsibilities in HRM
Collaborative approach
Collaboration is an important feature among all the managerial levels of Google. HR
professionals and managers collaborate for regulating the performance of the employees. This
collaboration is assistance in terms of preparing plans for enhancing the preconceived skills,
expertise and knowledge of the employees (Noe et al., 2017). Meetings are conducted, where the
HR professionals propose suggestions to the managers regarding the allocation of roles and tasks.
Prior planning helps in modifying the drawbacks within the stipulated time. Consciousness towards
this direction is assistance in terms of averting the errors and discrepancies at the time of actual
execution of the projects. Consideration of the organizational requirements prove beneficial in terms
of maintaining equality and transparency within the business operations (Bratton & Gold, 2017).
Commitment
HR managers conduct market research for standardizing the business operations. Stable
relationship with the members of research and development team helps in seeking an insight into
the ways in which the employees can be involved in the operations. At the initial stage, selection and
hiring process is emphasized upon. In this, focus is placed on the qualification of the employees.
Once the employees are selected, they are instructed to expose dedication, commitment and
perseverance towards the allocated duties and responsibilities (Brewster, Chung & Sparrow, 2016).
Capability analysis is conducted by the managers for estimating the capability of the employees
regarding the execution of challenging and enduring tasks.

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HUMAN RESOURCE MANAGEMENT
Capacity
Consideration of organizational culture enables Google to lure the attention of the clients
and the customers. Offering special set of goods and services is assistance in terms of influencing the
purchasing decision and power of the customers. In case of private sector, the professionals are in
search of new talents, who would contribute in adding value to the business operations. Strategic
approach in this direction is assistance towards maintaining the stability in the public relations
(Berman et al., 2019). Here, the main focus is on seeking an insight into the capability of the
employees in terms of fulfilling the identified and specified requirements. In this case, adoption of
continuous process improvement proves beneficial for enhancing the awareness about the avenues
through which benchmark level of performance can be reached (Brewster et al., 2016).
HRM functions
Management of the operations in HR department
Like all other companies, HR manager in Google is entrusted with the responsibility to
ensure the wellbeing of the employees. For this, transparency is essential within the plans and
schemes. Taking care of the proficiency of the employees in every parameter is necessary for
effective handling of the human resources. Sound knowledge of the HR towards compensation
benefits, safety, payrolls, recruitment and selection and training is accounted as one of the essential
requirements for controlling the HRM operations (Bailey et al., 2018). HR managers needs to be
flexible, as he is needed for maintaining the balance between the disciplines in the departmental
units.
Awareness about the legislations
Adherence and compliance towards the legislations is crucial in terms of reducing the error
rates. Mention can be made of the federal, state and labour laws, which acquaints the personnel
with the latest versions of the employment legislations. Evaluation of the implemented legislations is
done by the HR managers. This evaluation is effective in terms of detecting the areas, which needs